Use this step by step explanation to craft a good employee performance feedback review for a senior clinical data specialist. Find the right words with quality phrases.
A Senior clinical data specialist is tasked with the primary function of developing and updating clinical data every now and again. He or she will also be tasked with generating clinical data reports for use by the various clinical personnel when needed while also verifying the clinical data from time to time.
He/she will also get to perform other functions like; ensuring data accuracy and integrity, keeping the clinical data updated and accessible when needed, carries out any related data troubleshooting problems, maintain clinical databases through proper planning, monitoring and performance improvement, and provide any technical support in regards to the clinical data usage.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
Rating Meaning | |
| The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies. | 1 |
| Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results. | 2 |
| The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work. | 3 |
Supervisor's Feedback | ||
Skill | Comments | Rating |
|---|---|---|
| VERBAL COMMUNICATION: Verbal Communication is the use of tones and language to relay a message; it aids as a vehicle for expressing ideas, concepts and it, is critical to the daily running of the business. | Prepares adequately well before delivering that all-important speech before others. Never beats around the bush but instead goes straight to the point. | 2 |
| MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups. | Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job Sets career goals that match with those of the company in order to stay motivated during the workweek | 2 |
| PARTICIPATIVE MANAGEMENT: Participative Management is also known as employee involvement is the participation of all stakeholders at all levels of the organization in the investigation of problems, development of strategies and implementation of solutions. | Constantly look for potential talent gaps and goes out of the way to motivate employees towards the right direction Great communication skills with clear indications of what is expected from each team member | 2 |
| SUPERVISORY SKILLS: Supervisory Skills is the ability to lead and manage people effectively in a difficult and challenging atmosphere in the day to day life. | Designs action plans and deadlines for each subordinate to accomplish their work Splits and schedules work into manageable activities for each employee to carry out | 3 |
| EMPATHY: Empathy is the understanding of another person's condition from their perspective by placing yourself in their shoes and feeling what they are feeling. | Rewards and praises colleagues for their accomplishments and strengths, and provides constructive feedback designed to focus on how to improve Maintains an eye contact when having a conversation with a colleague and does not let one's own gaze drift all over the place | 2 |
| CONCEPTUAL THINKING: Conceptual Thinking is the ability to recognize a situation or problem by identifying patterns or connections while addressing the underlying issues. | Establishes long-term goals and projects and suggests new ways to meet them Integrates complex and diverse data to create concepts that are entirely new but helpful to the company | 2 |
| MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks. | Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions Frequently checks in on employees in their own offices or departments at an unscheduled time | 2 |
| BUSINESS ETIQUETTE: Business Etiquette is a basic framework of rules set by companies to ensure and allow you to understand the way you should conduct yourself in the professional world. | Maintains a neutral tone when disagreeing with what others are saying Shows respect, politeness, and confidence when interacting with others and avoids gossiping | 2 |
| INTERCULTURAL COMPETENCE: Intercultural Competence is the knowledge and skills to successfully interact with people from other ethnic, religious, cultural, national and geographic groups. | Encourages individuals and groups with different cultural background to work with each other Attends and promotes group meetings and events that include people from different cultures | 2 |
| ANALYTICAL SKILLS: Analytical Skills is the ability to collect and analyze information, solve problems and make decisions according to the policies and regulations of the business. | Encourages others to think out of the box when coming up with a solution to solve a problem Relies on existing solutions and examples when dealing with a problem | 2 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| VERBAL COMMUNICATION: Who is the greatest orator that you admire and why do you admire them? How do you prepare yourself before you talk to people and has it been of help to you? | [employee comments] |
| MOTIVATING OTHERS: What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals? Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it? | [employee comments] |
| PARTICIPATIVE MANAGEMENT: Are you available to answer questions that need instant solutions? How well do you advise those who want to grow and expand their career? | [employee comments] |
| SUPERVISORY SKILLS: Do you develop an action-oriented plan to improve competence and impact in the workplace? Do you favor some of the workers in your supervisory duties? | [employee comments] |
| EMPATHY: In your opinion, what are the ingredients in building and maintaining good relationships with colleagues at work? Why is it important for employees to show empathy towards each other as well as towards their customers? | [employee comments] |
| CONCEPTUAL THINKING: Describe the most complex task you have ever accomplished. What information did you use when handling this task? Give an example of a problem you solved when important facts were unavailable. What was the outcome? How was this problem affecting other employees? | [employee comments] |
| MONITORING OTHERS: What techniques have you used to monitor employees? Describe how monitoring others have helped improve your company's productivity How do you make sure that monitoring does not kill employees morale or make them nervous? | [employee comments] |
| BUSINESS ETIQUETTE: What efforts are you making to improve your dressing code? What efforts are you making to improve your listening skills? | [employee comments] |
| INTERCULTURAL COMPETENCE: Are you actively involved in celebrations and events that feature people with different cultures? How often do you encourage others to show respect to people with diverse cultural backgrounds? | [employee comments] |
| ANALYTICAL SKILLS: Can you think of a small problem you ever identified and solved before it could turn into a big problem? What efforts are you making to search for the best sources of information? | [employee comments] |
Summary |
|---|
Sections 1-4: To be completed by the supervisor Section 5: To be completed by the employee |
1. Exceeds Job Related Expectations |
2. Areas to improve |
3. Goals completed since last performance feedback |
4. Goals for next period |
5. Employee comments |
Signatures | |
| I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal. | |
| Employee: | Date: |
| Supervisor: | Date: |
| Human Resources: | Date: |